Meritocracy assumes that everyone starts from the same position with equal opportunities, but this is clearly not the case for marginalized groups. Structural biases and systemic discrimination often limit access to resources, opportunities, and networks, making it more difficult for these individuals to succeed, even with talent and hard work.

How should I initiate conversations about DEI to effectively highlight these systemic inequities? What’s the best way to address the underlying structures that perpetuate these disparities? And why is removing these barriers essential to truly creating a fair and inclusive environment for all?

The debate between diversity and meritocracy often overlooks a key point which is it's not just about qualifications or ticking boxes. I think diverse teams bring fresh perspectives, challenge group thinking, and ultimately leads to better decision-making. And in environments where diverse voices are represented, organisations are more agile and innovative, better equipped to solve complex problems. While merit is crucial, true leadership lies in reflecting the communities they serve, ensuring a range of lived experiences is brought to the table. Embracing diversity isn't about compromising standards, it's about broadening them to recognise different forms of excellence. Send me an e-mail and let me what you think?

The game is unfair

The opposite is true